iNM Volume 9 | Page 23

Twitter, and Google + company profiles, HRs can open the door to new potential employees by giving them an opportunity to easily get to know the company, its products, and services. Also, it provides them a way to interact and network with your company’ s employees.

, Twitter, and Google + company profiles, HRs can open the door to new potential employees by giving them an opportunity to easily get to know the company, its products, and services. Also, it provides them a way to interact and network with your company’ s employees.

• Engaging and Retaining millennials: 2016 Deloitte millennial survey reveals that approximately 76 % of Indian millennial workforce has one foot out of the company door and the situation is more or less same in other emerging and developed markets around the world. The loyalty quotient is all time low in this generation and thus they need to be retained and engaged through a bouquet of agile HR Practices.

- Motivate your employees with incentives that matter to them- Vox Mobile, the mobile technology management company based in Cleveland, Ohio— offers his 130 employees a veritable cafeteria of benefits, compensation, and work assignments. Their HR recognizes that they have majorly two generations in their workforce- millennials and people in their 30’ s-40’ sand they have developed different sets of employee perks based mainly on where these two age groups are in their personal and professional lives. Gen Y is offered company sponsored LinkedIn accounts, happy hours and branded gears while Gen X wants better health care provisions, insurances. Such practices help employees connect better.

Creating Cross generational mentorship opportunities Millennials do not want bosses but people who can mentor them and offer them valuable career advice. In a recent LinkedIn article, Deloitte Global CEO, Punit Renjen, said:“ There is really no secret( to success) and there surely are no shortcuts. In my case, it was a pretty simple equation: hard work + some lucky breaks + great mentors.” The last of these, the positive impact of the mentor, is clearly highlighted by Deloitte 2016 millennial research. Among those who have somebody acting as their mentor, more than nine in ten describe the quality of advice( 94 percent) and the level of interest shown in their development( 91 percent) as“ good.” Another way of mentoring is reverse mentoring which involves millennials mostly imparting their tech-savvy knowledge to seniors and it helps them feel as contributors towards leadership. While the former is practiced commonly, the latter is gaining popularity with organizations like Ogilvy, Hartford Insurance using them. Connect with them Regularly Already many Indian IT giants are doing away with annual performance assessment to implement a regular feedback based mechanism. HRs across industry are replacing employee engagement surveys with app based / social media based real time feedbacks. So it can be easily concluded that millennials are not the high-maintenance enigmas some pockets of society have deemed them. What they ' re looking for is actually pretty basic and straight-forward. And HRs today are not just managing them, but also winning them to enable tomorrow’ s leaders.